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2011-2012 Faculty Handbook Table of Contents

Employee Handbook Receipt 5 Introduction 6 District Information 7 Board of Trustees...... 7 School Calendar...... 8 Employment 8 Equal Employment Opportunity...... 8 Job Vacancy Announcements...... 8 Employment After Retirement...... 8 Contract and Noncontract Employment...... 9 Searches and Alcohol and Drug Testing...... 10 Health Safety Training...... 10 Reassignments and Transfers...... 11 Workload and Work Schedules...... 11 Notification to Parents Regarding Qualifications...... 12 Outside Employment and Tutoring...... 12 Performance Evaluation...... 12 Employee Involvement...... 13 Staff Development...... 13 Compensation and Benefits 14 Salaries, Wages, and Stipends...... 14 Annualized Compensation...... 14 Paychecks...... 14 Automatic Payroll Deposit...... 15 Payroll Deductions...... 15 Overtime Compensation...... 15 Travel Expense Reimbursement...... 16 Health, Dental, and Life Insurance...... 16 Workers’ Compensation Insurance...... 17 Unemployment Compensation Insurance...... 17 Teacher Retirement...... 17 Leaves and Absences 18 Family and Medical Leave Act (FMLA)—General Provisions...... 18 Temporary Disability Leave...... 22 Workers’ Compensation Benefits...... 23 Employee Relations and Communications 23 Employee Recognition and Appreciation...... 23 Complaints and Grievances 24

Yantis ISD Employee Handbook 2 Revised June 2011 Employee Conduct and Welfare28 Standards of Conduct...... 28 Discrimination, Harassment, and Retaliation...... 31 Harassment of Students...... 32 Child Sexual Abuse...... 33 Computer Use and Data Management...... 33 Personal Use of Electronic Media...... 34 Use of Electronic Media with Students...... 35 Criminal History Background Checks...... 36 Employee Arrests and Convictions...... 36 Alcohol and Drug-Abuse Prevention...... 37 Tobacco Use...... 37 Fraud and Financial Impropriety...... 38 Conflict of Interest...... 38 Gifts and Favors...... 38 Copyrighted Materials...... 39 Associations and Political Activities...... 39 Safety...... 39 Possession of Firearms and Weapons...... 40 Visitors in the Workplace...... 40 Asbestos Management Plan...... 40 Pest Control Treatment...... 40 General Procedures 41 Bad Weather Closing...... 41 Building Use...... 41 Cell Phone Use ………………………………………………………………………………40 Dress Code …………………………………………………………………………………41 Emergencies...... 42 End of Year Checklist ………………………………………………………………………...41 Food and Drinks ……………………………………………………………………………41 Functions ………………………………………………………………………………… 41 Gifts and Favors …………………………………………………………………………… 41 Grading ……………………………………………………………………………………… 42 Inservice ……………………………………………………………………………………. 42 Lesson Plans …………………………………………………………………………………. 42 Library ………………………………………………………………………………………. 42 Maintenance ………………………………………………………………………………… 42 Open Door Philosophy ……………………………………………………………………… 42 Purchasing Procedures...... 44 Name and Address Changes...... 44 Personnel Records...... 44 Phone Usage ……………………………………………………………………………… 43 Progress Reports …………………………………………………………………………… 44 Recognition and Appreciation …………………………………………………………….. 44 School Trips ………………………………………………………………………………… 44

Yantis ISD Employee Handbook 3 Revised June 2011 Termination of Employment 46 Resignations...... 46 Dismissal or Nonrenewal of Contract Employees...... 46 Dismissal of Noncontract Employees...... 46 Exit Interviews and Procedures...... 47 Reports to State Board for Educator Certification...... 47 Reports Concerning Court-Ordered Withholding...... 48 Student Issues 49 Equal Educational Opportunities...... 49 Student Records...... 49 Parent and Student Complaints...... 49 Administering Medication to Students...... 50 Dietary Supplements...... 50 Psychotropic Drugs...... 50 Student Conduct and Discipline...... 50 Student Attendance...... 51 Bullying...... 51 Hazing...... 51 Index 52

Yantis ISD Employee Handbook 4 Revised June 2011 Employee Handbook Receipt

Name ______

Campus/Department ______

I hereby acknowledge receipt of a copy of theYantis ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.

Employees have the option of receiving the handbook in electronic format or hard copy. □ Teachers may access the faculty handbook at www.yantisisd.net

Please indicate your choice by checking the appropriate box below:

 I choose to receive the employee handbook in electronic format and accept responsibility for accessing it according to the instructions provided.

 I choose to receive a hard copy of the employee handbook.

The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or render obsolete the information summarized in this book. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

I understand that I have an obligation to inform my supervisor or department head of any changes in personal information such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the principal if I have questions or concerns or need further explanation.

______Signature Date

Please sign and date this receipt.

Yantis ISD Employee Handbook 5 Revised June 2011 Introduction

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the administration offices.

This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed on line at www.yantisisd.net.

Yantis ISD Employee Handbook 6 Revised June 2011 District Information

Board of Trustees Policies BA, BB series, BD series, and BE series

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal laws and regulations.

The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected at large and serve 3-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.

Current board members include:  Dwayne Attaway – President  Mike Kenney – Vice President  Tonya Norris – Secretary  Boyd McCreight – Member  Bo West – Member  Margie Allen – Member  Kay Glenn – Member The board usually meets the second Monday at 7:00 p.m. In the event that large attendance is anticipated, the board may meet at the cafetorium. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted on the district Web site and administration offices at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation.

Yantis ISD Employee Handbook 7 Revised June 2011 School Calendar

A copy of the school calendar can be obtained from any of the school offices and also from the school website: www.yantisisd.net. .

Employment

Equal Employment Opportunity Policies DAA, DIA

Yantis ISD does not discriminate against any employee or applicant for employment because of race, color, religion, gender, national origin, age, disability, military status, genetic information, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

Employees with questions or concerns relating to discrimination for any of the reasons listed above should contact the superintendent.

Job Vacancy Announcements Policy DC

Notice of all vacancies will be posted online at the district web page, Region VII, and Tasanet. Vacancies may also be advertised by other appropriate means consistent with law. Current district employees are permitted to apply for any vacancy. All applicants shall complete the application form provided by the district in the administration office or online at www.yantisisd.net.

Employment After Retirement Policy DC

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (www.trs.state.tx.us).

Yantis ISD Employee Handbook 8 Revised June 2011 Contract and Noncontract Employment Policy DC series

State law requires the district to employ all full-time professional employees in positions requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at- will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

Probationary Contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year.

For those with less experience, the probationary period will be three school years (i.e., three one- year contracts) with an optional fourth school year if the board determines it is unclear whether a term or continuing contract should be given.

Term Contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract. Employment policies can be accessed on line or copies will be provided upon request.

Noncertified Professional and Administrative Employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstructional administrators) are employed by a one-year contract that is not subject to the provisions for nonrenewal or termination under the Texas Education Code.

Paraprofessional and Auxiliary Employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

Yantis ISD Employee Handbook 9 Revised June 2011 Searches and Alcohol and Drug Testing Policy DHE

Noninvestigatory searches in the workplace including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, and work areas including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business.

Employees Required to Have a Commercial Driver’s License. Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people counting the driver, drivers of large vehicles, or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements if their duties include driving.

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.

All employees required to have a CDL or who otherwise are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs.

Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the campus principals

Health Safety Training Policies DBA, DMA

Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED), and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, University Interscholastic League, or another organization that

Yantis ISD Employee Handbook 10 Revised June 2011 provides equivalent training and certification. Employees subject to this requirement must submit their certification or documentation to the administration office by August 23, 2011.

Reassignments and Transfers Policy DK

All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit his or her request. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the administration offices and must be approved by the receiving supervisor.

Workload and Work Schedules Policies DEA, DL

Professional Employees. Professional employees and academic administrators are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year. Required hours for teachers and professional employees are from 7:45 a.m. until 3:45 p.m..

Classroom teachers will have planning periods for instructional preparation including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes within the instructional day. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel are available.

Paraprofessional and Auxiliary Employees. Support employees are employed at will and receive notification of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are

Yantis ISD Employee Handbook 11 Revised June 2011 not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

Notification to Parents Regarding Qualifications Policies DK, DBA

In schools receiving Title I funds, the district is required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned or taught for four or more consecutive weeks by a teacher who is not highly qualified.

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certified or uncertified teachers include individuals on an emergency permit (including individuals waiting to take a certification exam) or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request. Employees who have questions about their certification status can call State Board for Educator Certification.

Outside Employment and Tutoring Policy DBD

Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.

Performance Evaluation Policy DN series

Evaluation of an employee’s job performance should be a continual process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation signed by the employee and their supervisor, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation. If the evaluation is unsatisfactory, the following administrative procedures will be observed:

Yantis ISD Employee Handbook 12 Revised June 2011 • The evaluation form shall contain specific statement of the unsatisfactory performance. • The employee shall be given a specific period of time to improve performance. That period of time shall not exceed 30 days. The supervisor shall recommend in writing specific steps for improvement of the employee’s job performance. • At the end of the period of time set forth, the employee shall be re-evaluated. If the employee’s performance has improved, as specified by the supervisor, employment shall continue. If the performance has not improve, as specified by the supervisor, the employee may be terminated.

The district shall provide warning notices to employees who engage in serious misconduct, including violation of Board policy. These warnings may be oral or written.

Employee Involvement Policies BQA, BQB

At both the campus and district levels, Yantis ISD offers opportunities for input in matters that affect employees and influence the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision- making process are available in each campus office or from campus principals.

Staff Development Policy DMA

Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee. Staff development for noninstructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

Yantis ISD Employee Handbook 13 Revised June 2011 Compensation and Benefits

Salaries, Wages, and Stipends Policies DEA, DEAA

Employees are paid in accordance with administrative guidelines and an established pay structure. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional employees and academic administrators are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as non-exempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each hour worked beyond 40 in a workweek.

All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

Employees should contact Lisa Burchfield for more information about the district’s pay schedules or their own pay.

Annualized Compensation Policy DEA

The district pays all salaried employees over 12 months regardless of the number of months employed during the school year. Salaried employees will be paid in equal monthly payments, beginning with the first pay period of the school year. Employees that separate after the last day of instruction will continue to receive paychecks through the end of the summer.

Paychecks

Employees receive pay statements on the Wednesday after the regular monthly Board Meeting. The pay period will end on the last day of the month. We will Direct Deposit to your banking account. Please contact Lisa Burchfield for the requirements of direct deposit.

Yantis ISD Employee Handbook 14 Revised June 2011 Automatic Payroll Deposit

Employees will have their paychecks electronically deposited into a designated account. Contact Lisa Burchfield for more information about the automatic payroll deposit service.

Payroll Deductions Policy CFEA

The district is required to make the following automatic payroll deductions:  Teacher Retirement System of Texas (TRS) or Social Security employee contributions  Federal income tax required for all full-time employees  Medicare tax (applicable only to employees hired after March 31, 1986)

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; and higher education savings plans. Employees also may request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

Overtime Compensation Policy DEA

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

Overtime is legally defined as all hours worked in excess of 40 hours in a workweek and is not measured by the day or by the employee’s regular work schedule. Nonexempt employees that are paid on a salary basis are paid for a 40-hour workweek and do not earn additional pay unless they work more than 40 hours.

Employees may be compensated for overtime at time-and-a-half rate. The following applies to all nonexempt employees:  Weekly time records will be maintained on all nonexempt employees for the purpose of wage and salary administration.

Yantis ISD Employee Handbook 15 Revised June 2011 Travel Expense Reimbursement Policy DEE

District vehicles shall be used if available. You will not be reimbursed for mileage if a district vehicle was available and you did not use it. Before any travel expenses are incurred by an employee, the employee’s supervisor and Superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district. Employees must submit receipts, to the extent possible, to be reimbursed for expenses other than mileage.

Health, Dental, and Life Insurance Policy CRD

Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school health insurance program. The district’s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:  Employees who are active, contributing TRS members  Employees who are not contributing TRS members and who are regularly scheduled to work at least 10 hours per week

TRS retirees who are enrolled in TRS-Care (retiree health insurance program) and employees who are not contributing TRS members who are regularly scheduled to work less than 10 hours per week, are not eligible to participate in TRS-ActiveCare.

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility require- ments are provided to all employees in a separate booklet. Employees should contact Lisa Burchfield, YISD Business Manager for more information.

Termination Coverage (Cobra) Group Health Insurance coverage expires at the end of the month following your termination date. Employees and dependents may choose to continue insurance coverage at their own expense. Lisa Burchfield, YISD Business Manger, should be contacted for additional information regarding benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Yantis ISD Employee Handbook 16 Revised June 2011 Workers’ Compensation Insurance Policy CRE

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job.

Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

All work-related accidents or injuries should be reported immediately or no later than eight days to the campus principal Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code.

Unemployment Compensation Insurance Policy CRF

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact Lisa Burchfield.

Teacher Retirement Policy DEG

All personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits.

Employees who plan to retire under TRS should notify the administration office as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us).

Yantis ISD Employee Handbook 17 Revised June 2011 Leaves and Absences Policies DEC, DECA, DECB

This is an attempt to better explain your leave days at Y.I.S.D. If you are not at Y.I.S.D. on a school day, you MUST have an absence request form. It does not matter if you have a substitute. Even if your classes are covered by someone already here, you MUST have an absence report. When an employee must be absent from work, as much advance notice as possible should be given. Contact your supervisor prior to work time.

You should always keep up to date lesson plans for substitute information. If you know that you will be out in advance, leave written assignments. If you leave during the school day, sign out and notify the office. State Leave

Each year the state awards you 5 state leave days. These days are not lost if unused within the year. State leave days accumulate for as long as you are employed in a public Texas school and will move from school to school within Texas. Your state leave days may be used any way you wish to use them (illness, shopping, doctor, trips, etc.) They are no longer considered sick days. They are leave days for whatever purpose. On your absence request, check State Leave.

Local Personal

All employees shall earn an additional five workdays of local leave per school year, at the same rate as state personal leave. Local days shall be taken with no loss of pay and shall accumulate to a maximum of ten days.

School Business

These days are used for workshops, school meetings, school trips, etc. If you need to be out on school business, check School Business on the absence request and fill in the blanks.

Deduct Gross Pay

If you have used all of your leave days and must be absent, you will be deducted gross pay

If you miss a day before or after a holiday, you will be deducted gross pay.

Family and Medical Leave Act (FMLA)—General Provisions

The following text is from the federal notice, Employee Rights and Responsibilities Under the Family and Medical Leave Act. Specific information that the district has adopted to implement the FMLA follows this general notice.

Yantis ISD Employee Handbook 18 Revised June 2011 Basic Leave Entitlement. The FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:  For incapacity due to pregnancy, prenatal medical care or child birth;  To care for the employee’s child after birth, or placement for adoption or foster care;  To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or  For a serious health condition that makes the employee unable to perform the employee’s job.

Military Family Leave Entitlements. Eligible employees with a spouse, son, daughter, or parent on active military duty and deployed to a foreign country may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. It also includes a family member who is a veteran with an illness or injury that occurs in the line of duty while on active duty and manifests itself before or after the servicemember became a veteran. The veteran must have been on active duty during the five years preceding the need for treatment, recuperation, or therapy.

Benefits and Protections. During FML, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FML, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.

Use of FML cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

Eligibility Requirements. Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.

Definition of Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.

Yantis ISD Employee Handbook 19 Revised June 2011 Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Use of Leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave. Employees may choose or employers may require use of accrued paid leave while taking FML. In order to use paid leave for FML, employees must comply with the district’s normal paid leave policies.

Employee Responsibilities. Employees must provide 30 days advance notice of the need to take FML when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call- in procedures.

Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FML was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Employer Responsibilities. Covered employers must inform employees requesting leave whether they are eligible under the FMLA. If they are eligible, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FML and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FML, the employer must notify the employee.

Unlawful Acts by Employers. The FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of any right protected under the FMLA; discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA.

Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.

Yantis ISD Employee Handbook 20 Revised June 2011 The FMLA does not affect any Federal or State law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300 (a) may require additional disclosures.

For additional information:

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov

Bereavement (Funeral) Leave Use of state leave and/or local sick leave for death in the immediate family shall not exceed five workdays per occurrence, subject to approval of the district.

Termination: Accrued Days Leave days and vacation days are benefits that are available to the employee while in the employment of the YISD. Upon termination of employment, no benefits are payable.

Military Leave Paid leave for military service. Any employee who is a member of the Texas National Guard, Texas State Guard, or reserve component of the armed forces will be granted a paid leave of absence without loss of accumulated leave for authorized training or duty orders. Paid military leave will not exceed 15 days per year. In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service.

Reemployment after military leave. Employees who leave the district to enter into the United States uniformed services or ordered to active state military duty (Texas National Guard or Texas State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed in the position they would have held if employment had not been interrupted or reassigned to an equivalent or similar position provided they are still qualified to perform the required duties. To be eligible for reemployment, employees must provide notice of their obligations or intent to perform military service, provide evidence of honorable discharge or release, and submit an application for reemployment to the superintendent.

Continuation of health insurance. Employees who perform service in uniformed services my elect to continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should contact Lisa Burchfield, Yantis ISD Business Manager, for details on eligibility, requirements, and limitations. Ref: DEC Civic Leave (Jury Duty) Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service. Ref: DEC

Yantis ISD Employee Handbook 21 Revised June 2011 Assault Leave Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person’s age or mental capacity renders the person nonresponsible for purposes of criminal liability.

An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers’ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.

Other Court Appearances Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding. Other absences for court appearances related to an employee’s personal business must be taken as personal leave or leave without pay (if no personal leave is available). Employees may be required to submit documentation of their need for leave for court appearances.

Vacation Time Applicable to active, full time employees who work more than 226 days per year. Vacation time depends on year(s) of service and is approve by immediate supervisor and superintendent. At least 10 days advance notice is required. Please limit vacation time to June and July. REF: DED LOCAL Family and Medical Leave Employees who wish to request leave in accordance with the Family and medical Leave Act of 1993 shall first ascertain their eligibility as determined by provisions in DEC(LEGAL)

Temporary Disability Leave

Certified Employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. Temporary disability leave must be taken as a continuous block of time. It

Yantis ISD Employee Handbook 22 Revised June 2011 may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.

Employees must request approval for temporary disability leave. An employee’s notification of need for extended absence due to the employee’s own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 calendar days. If disability leave is not approved, the employee must return to work or be subject to termination procedures.

If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.

When an employee is ready to return to work, the superintendent should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physician’s statement confirming that the employee is able to resume regular duties. Professional employees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year.

Workers’ Compensation Benefits

An employee absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income benefits if the absence exceeds seven calendar days.

An employee receiving workers’ compensation wage benefits for a job-related illness or injury may choose to use available, partial-day increments of sick leave or any other paid leave benefits to make up the difference between wage benefits and pre-injury or -illness wages. While an employee is receiving workers’ compensation wage benefits, the district will charge available leave proportionately so that the employee receives an amount equal to the employee’s regular salary. Employee Relations and Communications

Employee Recognition and Appreciation

Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities.

Yantis ISD Employee Handbook 23 Revised June 2011 Complaints and Grievances Policy DGBA

In an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly grievance process. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time.

The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or complaints to the board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is reprinted as follows:

Insert text of DGBA (Local) here or link to Policy on Line.

Yantis ISD Employee Handbook 24 Revised June 2011 Yantis ISD Employee Complaints Level One

In the space provided, please give specific details concerning your complaint. List times, dates, places, persons, the nature of your problem and witnesses.

Signature: Date:

Yantis ISD Employee Handbook 25 Revised June 2011 Yantis ISD Employee Complaints Level Two

In the space provided please give your reasons for filing level two. Attach a copy of level one.

Signature: Date:

Yantis ISD Employee Handbook 26 Revised June 2011 Yantis ISD Request to Meet with the School Board

I request to meet with the Yantis ISD Board of Trustees concerning the following:

Person Making Request: Date:

For Office Use: Date on Agenda: Superintendent Signature:

Yantis ISD Employee Handbook 27 Revised June 2011 Employee Conduct and Welfare

Standards of Conduct Policy DH

All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct:  Recognize and respect the rights of students, parents, other employees, and members of the community.  Maintain confidentiality in all matters relating to students and coworkers.  Report to work according to the assigned schedule.  Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may be cause for disciplinary action.  Know and comply with department and district policies and procedures.  Express concerns, complaints, or criticism through appropriate channels.  Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.  Use district time, funds, and property for authorized district business and activities only.

All district employees should perform their duties in accordance with state and federal law, district policies and procedures, and ethical standards. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day after the superintendent first learns of the incident.

Communicate in a professional manner at all times. Strive constantly to improve speech habits and eliminate grammatical errors. Avoid the use of colleagues’ first names in the presence of students. Never use profanity or unprofessional “slang” in the presence of students. Insist that students communicate with respect. Students, including your own children will refer to you with the proper title (Mr., Mrs., Coach). NEVER allow a student to become so friendly as to call you by your first or last name or any nickname. Do not allow students to use profanity. All district employees should perform their duties in accordance with state and federal law, district policy, and ethical standards for all employees.

The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below: Code of Ethics and Standard Practices for Texas Educators

Statement of Purpose

Yantis ISD Employee Handbook 28 Revised June 2011 The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community.

Professional Standards

1. Professional Ethical Conduct, Practices, and Performance

Standard 1.1 The educator shall not knowingly engage in deceptive practices regarding official policies of the school district or educational institution. Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies, personnel, property, or equipment committed to his or her charge for personal gain or advantage. Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses, or pay. Standard 1.4 The educator shall not use institutional or professional privileges for personal or partisan advantage. Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents, or other persons or organizations in recognition or appreciation of service. Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so. Standard 1.7 The educator shall comply with state regulations, written local school board policies, and other applicable state and federal laws. Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications.

2. Ethical Conduct toward Professional Colleagues

Standard 2.1 The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law. Standard 2.2 The educator shall not harm others by knowingly making false statements about a colleague or the school system. Standard 2.3 The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel. Standard 2.4 The educator shall not interfere with a colleague’s exercise of political, professional, or citizenship rights and responsibilities.

Yantis ISD Employee Handbook 29 Revised June 2011 Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, sex, disability, or family status. Standard 2.6 The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues. Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint with the SBEC under this chapter.

Yantis ISD Employee Handbook 30 Revised June 2011 3. Ethical Conduct toward Students

Standard 3.1 The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law. Standard 3.2 The educator shall not knowingly treat a student in a manner that adversely affects the student's learning, physical health, mental health, or safety. Standard 3.3 The educator shall not deliberately or knowingly misrepresent facts regarding a student. Standard 3.4 The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, sex, disability, national origin, religion, or family status. Standard 3.5 The educator shall not engage in physical mistreatment of a student. Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student. Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any student or knowingly allow any student to consume alcohol or illegal/unauthorized drugs in the presence of the educator.

Discrimination, Harassment, and Retaliation Policies DH, DIA

Employees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.

Employees who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the employee should report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board.

The district’s policy that includes definitions and procedures for reporting and investigating discrimination, harassment, and retaliation is reprinted below:

Local Policy can be viewed at www.yantisisd.net

Yantis ISD Employee Handbook 31 Revised June 2011 Harassment of Students Policies DF, DH, FFG, FFH

Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment of a student will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is reprinted below:

Local Policy can be viewed at www.yantisisd.net

Reporting Suspected Child Abuse Policies DF, DG, DH, FFG, GRA

All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by Texas Family Code and also includes any sexual conduct involving an educator and a student or minor.

Reports to Child Protective Services can be made to Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report.

Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.

An employee’s failure to report suspected child abuse may result in prosecution as a Class A misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and Standard Practices for Texas Educators.

Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer

Yantis ISD Employee Handbook 32 Revised June 2011 minors. Employees are not required to report their concern to the principal before making a report to the appropriate agency. In addition, employees must cooperate with investigators of child abuse and neglect. Reporting the concern to the principal does not relieve the employee of the requirement to report it to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.

Child Sexual Abuse

As an employee, it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused. Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS).

Employees are required to follow the procedures described above in Reporting Suspected Child Abuse.

Computer Use and Data Management Policy CQ

The district’s electronic communications systems, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use:  Imposes no tangible cost to the district.  Does not unduly burden the district’s computer or network resources  Has no adverse effect on job performance or on a student’s academic performance

Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.

Employees who are authorized to use the system are required to abide by the provisions of the district’s communications systems policy and administrative procedures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the school principal.

Yantis ISD Employee Handbook 33 Revised June 2011 Personal Use of Electronic Media Policy DH

Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications.

As role models for the district’s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for Web links on the employee’s page. The employee is also responsible for maintaining privacy settings appropriate to the content.

An employee who uses electronic media for personal purposes shall observe the following:  The employee may not set up or update the employee’s personal social network page(s) using the district’s computers, network, or equipment.  The employee shall not use the district’s logo or other copyrighted material of the district without express, written consent.  The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include: o Confidentiality of student records. [See Policy FL] o Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law. [See Policy DH (EXHIBIT)] o Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA] o Copyright law [See Policy EFE] o Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH (EXHIBIT)]

See Use of Electronic Media with Students, below, for regulations on employee communication with students through electronic media.

Yantis ISD Employee Handbook 34 Revised June 2011 Use of Electronic Media with Students Policy DH

A certified or licensed employee, or any other employee designated in writing by the superintendent or a campus principal, may communicate through electronic media with students who are currently enrolled in the district. The employee must comply with the provisions outlined below. All other employees are prohibited from communicating with students who are enrolled in the district through electronic media. An employee is not subject to these provisions to the extent the employee has a social or family relationship with a student. For example, an employee may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a member or participant in the same civic, social, recreational, or religious organization.

The following definitions apply for the use of electronic media with students:  Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications.  Communicate means to convey information and includes a one-way communication as well as a dialogue between two or more people. A public communication by an employee that is not targeted at students (e.g., a posting on the employee’s personal social network page or a blog) is not a communication: however, the employee may be subject to district regulations on personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a student through electronic means is not a communication.  Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license, and whose job duties may require the employee to communicate electronically with students. The term includes classroom teachers, counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic trainers.

An employee who uses electronic media to communicate with students shall observe the following:  The employee may use any form of electronic media except text messaging. Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the extracurricular activity over which the employee has responsibility.  The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity.

Yantis ISD Employee Handbook 35 Revised June 2011  The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (“professional page”) for the purpose of communicating with students. The employee must enable administration and parents to access the employee’s professional page.  The employee does not have a right to privacy with respect to communications with students and parents.  The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, including: o Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL] o Copyright law [Policy EFE]  Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF]  Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students.  Upon written request from a parent or student, the employee shall discontinue communicating with the student through e-mail, text messaging, instant messaging, or any other form of one-to-one communication.

An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor.

Criminal History Background Checks Policy DBAA

Employees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the employee’s subsequent criminal history.

Employee Arrests and Convictions Policy DH

An employee must notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, any offense involving moral turpitude, and any of the other offenses listed below:  Crimes involving school property or funds

Yantis ISD Employee Handbook 36 Revised June 2011  Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator  Crimes that occur wholly or in part of school property or at a school-sponsored activity  Crimes involving moral turpitude Moral turpitude includes the following:  Dishonesty  Fraud  Deceit  Theft  Misrepresentation  Deliberate violence  Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor  Drug- or alcohol-related offenses  Acts constituting abuse or neglect under the Texas Family Code

Alcohol and Drug-Abuse Prevention Policies DH, DI

Yantis ISD is committed to maintaining an alcohol- and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or school- sanctioned activities on or off school property. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy regarding employee drug use follows:

Local Policy can be viewed at www.yantisisd.net

Tobacco Use Policies DH, FNCD GKA State law prohibits smoking or using tobacco products on all district-owned property and at school-related or school-sanctioned activities, on or off campus. This includes all buildings, playground areas, parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings.

Yantis ISD Employee Handbook 37 Revised June 2011 Fraud and Financial Impropriety Policy CAA

All employees should act with integrity and diligence in duties involving the district’s financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety include the following:  Forgery or unauthorized alteration of any document or account belonging to the district  Forgery or unauthorized alteration of a check, bank draft, or any other financial document  Misappropriation of funds, securities, supplies, or other district assets including employee time  Impropriety in the handling of money or reporting of district financial transactions  Profiteering as a result of insider knowledge of district information or activities  Unauthorized disclosure of confidential or proprietary information to outside parties  Unauthorized disclosure of investment activities engaged in or contemplated by the district  Accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the district  Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment  Failing to provide financial records required by state or local entities  Failure to disclose conflicts of interest as required by policy  Any other dishonest act regarding the finances of the district

Conflict of Interest Policy DBD

Employees are required to disclose to their supervisor any situation that creates a potential conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district. This includes the following:  A personal financial interest  A business interest  Any other obligation or relationship  Nonschool employment

Gifts and Favors Policy DBD

Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a Class B misdemeanor offense. This does not include staff development,

Yantis ISD Employee Handbook 38 Revised June 2011 teacher training, or instructional materials such as maps or worksheets that convey information to students or contribute to the learning process.

Copyrighted Materials Policy EFE

Employees are expected to comply with the provisions of federal copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Rented videos are to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement.

Associations and Political Activities Policy DGA The district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization. An individual’s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.

Use of district resources including work time for political activities is prohibited.

Safety Policy CK series The district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and procedures for responding to emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:  Observe all safety rules.  Keep work areas clean and orderly at all times.  Immediately report all accidents to their supervisor.  Operate only equipment or machines for which they have training and authorization.

Employees with questions or concerns relating to safety programs and issues can contact the campus principal.

Yantis ISD Employee Handbook 39 Revised June 2011 Possession of Firearms and Weapons Policies FNCG, GKA

Employees, visitors, and students are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district’s weapons policy should report it to their supervisor or call the superintendent immediately.

Visitors in the Workplace Policy GKC

All visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge.

Asbestos Management Plan Policy CKA

The district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for each school. A copy of the district’s management plan is kept in the superintendent’s office and is available for inspection during normal business hours.

Pest Control Treatment Policies CLB, DI

Employees are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated pest management program.

Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located on all campuses. Pest control information sheets are available from campus principals or facility managers upon request.

Yantis ISD Employee Handbook 40 Revised June 2011 General Procedures

Bad Weather Closing

The district may close schools because of bad weather or emergency conditions. When such conditions exist, the Superintendent will make the official decision concerning the closing of the district’s facilities. When it becomes necessary to open late, to release students early, or to cancel school, district officials will post a notice on the district’s Web site and notify teachers, students, and parents using the mass communication phone system called School Reach.

Announcements will be made on WBAP 820 AM radio, KMOO 99.9 FM radio, KSST 1230 AM radio, STAR 95.9 &96.9 FM radio, KLAKE 97.7 FM radio, KLTV – CH 7 Tyler TV, and KETK - CH 56 Tyler TV. The school will also utilize the School Reach system to notify all employees. Immediate supervisors may direct employees to report to work if it is essential. If the work day is shortened (late opening or early dismissal) due to bad weather, employees will be notified of their work schedules as soon as possible via the employee phone tree.

Building Use Policies DGA, GKD

Employees who wish to use district facilities after school hours must follow established procedures. The administration office is responsible for scheduling the use of facilities after school hours. Contact the superintendents office to request to use school facilities and to obtain information on the fees charged.

Cell Phone Use Do not use your cell phone during class time. You may have them with you, but refrain from answering them, texting, etc. while you are performing your duties for YISD.

Dress Code All school personnel are expected to be dressed and groomed as professionals and to set a good example for students. Ladies attire should include dress slacks, dresses, skirts, capri pants, and shoes. Men’s attire should include dress slacks, collared shirts, and shoes. (ties are recommended)  No denim blue jeans (with the exception of the Ag teacher)  No wind suits/ jogging suits/ warm-ups (see note)  No tennis shoes (see note)  No visible tattoos  No T-shirts  No Shorts

Yantis ISD Employee Handbook 41 Revised June 2011 * Note: Coaches have the following exceptions:  Wind suits may be worn but should still be professional  Collared shirts should be worn or other professional dress shirt  Shorts may be worn only in the gymnasium for P.E. or athletic classes. No shorts may be worn to the classroom.

Employees may wear jeans, tennis shoes, and Yantis Owl t-shirts or other collared shirt on Fridays.

Note: Everyone is expected to follow the dress code on field trips, school in-service days, and any other professional development opportunities. You are representing our school. Principals will enforce the dress code at all times. Any exception to the dress code must have prior approval from the campus principal.

Emergencies Policies CKC, CKD

All employees should be familiar with the safety procedures for responding to a medical emergency and the evacuation diagrams posted in their work areas. Emergency drills will be conducted to familiarize employees and students with safety and evacuation procedures. Each campus is equipped with an automatic external defibrillator. Fire extinguishers are located throughout all district buildings. Employees should know the location of these devices and procedures for their use.

End of Year Checklist

This checklist will be followed on the last week of school.

Food and Drinks Food and drinks need to remain away from computer technology as much as possible. Teachers need to refrain from eating and drinking in the presence of students.

Functions It is highly recommended that, as professionals, you attend as many extra-curricular activities as possible. You will be surprised by the positive response from the students as they let you know how much your presence means. If you are a sponsor of a class or organization, it is imperative that you be present at each of its functions.

Gifts and Favors Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties. Ref: DBD

Yantis ISD Employee Handbook 42 Revised June 2011 Grading All teachers are expected to follow the grading guidelines particular to their campus. Teachers should have grades updated and available to parents by Tuesday of the following week.

Special Education students should be modified according to their modification sheets. Regular education students will not be given modified grades.

Inservice Inservice and staff wordays are mandatory.

Lesson Plans Lesson plans will be turned in to the principal’s office the Friday before the week of use. Document lesson plans with the TEKS.

Library The library is designed for everyone to use and enjoy. Pre-K through 5th grade has set library times. For 6-12, it is not a place to send your students unattended. You should stay in the library with your students. Do not go in the storage closet or behind the counter. Only the library aide will have access to these areas and will assist you if needed.

Maintenance When you need any type of maintenance and custodial, fill out an online request form.

Open Door Philosophy Each employee is vital to the success of our students. The District invites employees to share knowledge, to offer suggestions or to express concerns. Likewise, the employee is encouraged to listen to concerns or receive suggestions from his/her immediate supervisor which will enhance the development and improvement of the individual employee or all employees of a department of school. Open communication is encouraged and valued at all levels through the establishment of a positive and non- threatening climate. To this end, each employee is encouraged to contribute to the open communication philosophy through the following process. • The employee should feel safe in speaking with his/her immediate supervisor about suggestions or concerns at a time agreeable to both. • The immediate supervisor is to address the issues presented in a timely manner or forward them to the next level when the topic deals with areas outside of his/her responsibility. • Anytime the employee feels that the issue has not been addressed appropriately, the employee should feel free to present the matter to the next supervisory level. • The employee should inform the immediate supervisor that he/she intends to speak with the next level supervisor and may ask for assistance. • When asked for help, the employee’s immediate supervisor should assist the employee by making the appointment and by informing the next level supervisor Yantis ISD Employee Handbook 43 Revised June 2011 of the topic(s) to be discussed. The employee’s immediate supervisor’s attendance at the next level will be determined by the next level supervisor.

Through this process of open communication, the interest of the employees, the students, the community and the District can best be served.

Purchasing Procedures Policy CH

All requests for purchases must be submitted to the immediate supervisor on an official district Request for Purchase form with the appropriate signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. Please allow one week for processing of purchase requests. The district WILL NOT reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district’s business office. Contact Lisa Burchfield, YISD Business Manager, for additional information on purchasing procedures.

Name and Address Changes

It is important that employment records be kept up to date. Employees must notify the administration office if there are any changes or corrections to their name, home address, contact telephone number, marital status, emergency contact, or beneficiary. The form to process a change in personal information can be obtained from the administration office.

Personnel Records Policy GBA

Most district records, including personnel records, are public information and must be released upon request. Employees may choose to have the following personal information withheld:  Address  Phone number  Social Security number  Information that reveals whether they have family members

The choice to not allow public access to this information may be made at any time by submitting a written request to the superintendent. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public.

Phone Usage Please do not make personal long distance phone calls and ask for a copy of the bill to make reimbursement to the district. You should use a calling card or call collect if possible. Yantis ISD Employee Handbook 44 Revised June 2011 Progress Reports After the end of the third week of each six weeks, progress reports will be sent home with each student. Ref: DI

Recognition and Appreciation Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities.

School Trips School trips should be carefully planned and organized. You must have approval from the principal before a school trip may be planned. After the school trip has been approved, you must submit a request for transportation to the transportation director. All students who will be included on the trip must have a permission slip signed by their guardian before they may be included . The names of all students going on a trip will be placed in the office. Class roll and medicine/medical supplies will be taken on all trips. Please remember that you are representing Yantis ISD, so please dress appropriately. Please also use the appropriate forms when planning your trip i.e. Sack Lunch Sign Ups and/ or Overnight Trips.

Yantis ISD Employee Handbook 45 Revised June 2011 Termination of Employment

Resignations Policy DFE

Contract Employees.Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. A written notice of resignation should be submitted to the Superintendent. Contract employees may resign at any other time only with the approval of the superintendent or the board of trustees. Resignation without consent may result in disciplinary action by the State Board for Educator Certification (SBEC).

The superintendent will notify SBEC when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in Reports to the State Board for Educator Certification.

Noncontract Employees.Noncontract employees may resign their position at any time. A written notice of resignation should be submitted to the superintendent at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.

Dismissal or Nonrenewal of Contract Employees Policies DFAA, DFAB, DFBA, DFBB, DFD, DFF

Employees on probationary, term, and continuing contracts can be dismissed during the school year according to the procedures outlined in district policies. Employees on probationary or term contracts can be nonrenewed at the end of the contract term. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a writ ten notice is given to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct. Information on the time lines and procedures can be found in the DF series policies that are provided to employees or are available on line.

Dismissal of Noncontract Employees Policy DCD

Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, color, religion, gender, national origin, age, disability, military status, genetic information, any other basis protected by law, or in retaliation for the exercise of certain Yantis ISD Employee Handbook 46 Revised June 2011 protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance.

Reasons for Dismissal Reasons for dismissal may include, but are not limited to, unsatisfactory work, uncooperative attitude, physical violence, disruptive actions, excessive tardiness, or absenteeism, use of drugs or alcohol, conviction of a felony, theft of school property, falsification of records, or failure to comply with YISD Board of Trustees or YISD administrative regulations.

Exit Interviews and Procedures Policy DC

Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. All district keys, books, property, and equipment must be returned upon separation from employment.

Bus Transportation Bus drivers who receive a traffic ticket while students are on the bus will be terminated from bus driving. Non-contract employees who are dismissed may request a review of that decision through Board Policy DGBA (Local). Ref: DCD

District Property Upon termination of employment, all district property must be checked in to the appropriate person within the specific department. This may include, but is not limited to, such items as equipment, keys, tools, athletic passes, and handbooks, etc. Ref: DC

Related Paperwork & Final Paycheck The terminating employee must go to the Business Manager’s office in person to complete related paperwork (such as insurance). The final paycheck will not be issued until the normal pay date of pay period in which the termination occurred.

Reports to State Board for Educator Certification Policy DF

The dismissal or resignation of a certified employee will be reported to SBEC when the Superintendent first learns about an alleged incident of conduct that involves the following:

Yantis ISD Employee Handbook 47 Revised June 2011  A reported criminal history  Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor  Soliciting or engaging in sexual conduct or a romantic relationship with a student or minor  The possession, transfer, sale, or distribution of a controlled substance  The illegal transfer, appropriation, or expenditure of school property or funds  An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position  Committing a crime on school property or at a school-sponsored event  Violating assessment instrument security procedures

Reports Concerning Court-Ordered Withholding

The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the following must be sent to the court and support recipient:  Termination of employment not later than the seventh day after the date of termination  Employee’s last known address  Name and address of the employee’s new employer, if known

Yantis ISD Employee Handbook 48 Revised June 2011 Student Issues

Equal Educational Opportunities Policies FB, FFH

Yantis ISD does not discriminate on the basis of race, color, religion, national origin, gender, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.

Questions or concerns about discrimination of students based on any of the reasons listed above should be directed to the campus principal

Student Records Policy FL

Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records. The following people are the only people who have general access to a student’s records:  Parents: Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rights  The student (if 18 or older or emancipated by a court)  School officials with legitimate educational interests

The student handbook provides parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus offices for assistance.

Parent and Student Complaints Policy FNG

In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for handling complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.

Parents are encouraged to discuss problems or complaints with the teacher or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved to their satisfaction should be directed to the campus principal. The formal complaint process provides

Yantis ISD Employee Handbook 49 Revised June 2011 parents and students with an opportunity to be heard up to the highest level of management if they are dissatisfied with a principal’s response.

Administering Medication to Students Policy FFAC

Only designated employees can administer prescription medication, nonprescription medication, and herbal or dietary supplements to students. A student who must take medication during the school day must bring a written request from his or her parent and the medicine in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.

Dietary Supplements Policies DH, FFAC

District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student.

Psychotropic Drugs Policy FFAC

A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance.

District employees are prohibited by state law from doing the following:  Recommending that a student use a psychotropic drug  Suggesting a particular diagnosis  Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psychotropic drug to a student

Student Conduct and Discipline Policies in the FN series and FO series

Students are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and Student Code of Conduct. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that have been adopted

Yantis ISD Employee Handbook 50 Revised June 2011 by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus principal.

Student Attendance Policy FEB

Teachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require minor students to have parental consent before they are allowed to leave campus. When absent from school, the student upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus principal for additional information.

Bullying Policy FFI

All employees are required to report student complaints of bullying to the principal. The district’s policy includes definitions and procedures for reporting and investigating bullying of students and is available for viewing at www.yantisisd.net.

Hazing Policy FNCC

Students must have prior approval from the principal or designee for any type of “initiation rites” of a school club or organization. While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator.

Yantis ISD Employee Handbook 51 Revised June 2011 Index

Administering medication, 46 Copyright materials, 38 Alcohol and drug Court order withholding, 44 abuse prevention, 36 Criminal history background checks, 35 testing, 10 Data management, 32 Annualized compensation, 14 Dietary supplements, 46 Arrests and convictions, 35 Directories Asbestos management plan, 39 helpful contacts, 7 Associations and political activities, 38 Discipline, 46 At-will employment, 9 Discrimination Automatic payroll deposits, 15 employee, 30 Background checks, 35 student, 45 Bad weather closing, 40 Dismissal Benefits contract employees, 42 health insurance, 16 noncontract employees, 42 leave, 18 District retirement, 17 information, 6 workers’ compensation, 17, 23 Drug Board of Trustees abuse prevention, 36 information, 6 psychotropic, 46 members, 6 testing, 10 Building use, 41 Electronic communications, 33, 34 Bullying, 47 Emergencies, 40 Certification Employee health and safety training, 10 conduct and welfare, 28 parent notification, 12 involvement, 13 Change of address, 40 recognition, 24 Child abuse reporting, 31 Employment Code of ethics, 28 after retirement, 7 Committees, 13 at-will, 9 Compensation, 14 contract, 9 Complaints noncontract, 9 employee, 24 outside, 12 parent and student, 45 Equal opportunity Compliance coordinators, 7, 45 educational, 45 Computer use, 32 employment, 7 Conduct and welfare, 28 Exit Interviews, 43 Conflict of interest, 37 Family and medical leave, 19 Contract Firearms, 38 employment, 9 Fraud, 37 noncertified employees, 9 General procedures, 40 nonrenewal, 42 Gifts and favors, 37

Yantis ISD Employee Handbook 52 Revised June 2011 Grievances, 24 Salaries, 14 Harassment, 30, 31 SBEC reports, 43 Hazing, 47 School Health insurance, 16 calendar, 7 Health safety training, 10 school closing, 40 Helpful contacts, 7 Searches, 10 Insurance Sexual harassment health, 16 student, 31 unemployment, 17 Staff development, 13 workers' compensation, 17 Standards of conduct, 28 Internet use, 33, 34 Student Job vacancy announcements, 7 attendance, 47 Leave bullying, 47 family and medical, 19 dietary supplements, 46 temporary disability, 23 discipline, 46 Medications, 46 equal educational opportunities, 45 Name and address changes, 40 harassment, 31 No Child Left Behind Act, 12 hazing, 47 Nonrenewals, 42 medication, 46 Outside employment, 12 records, 45 Overtime, 15 Teacher retirement, 17 Parent and student complaints, 45 Temporary disability leave, 23 Parent notification, 12 Termination, 42 Paychecks, 14 disimissal during the contract term, 42 Payroll exit interviews, 43 automatic deposits, 15 noncontract employees, 42 deductions, 15 nonrenewal, 42 schedule, 14 reports to SBEC, 43 Performance evaluation, 12 resignation, 42 Personnel records, 41 Text messaging, 34 Pest control treatment, 39 Tobacco use, 36 Political activities, 38 Training Possession of firearms and weapons, 38 health and safety, 10 Psychotropic drugs, 46 staff development, 13 Purchasing procedures, 40 Transfers, 11 Qualifying exigency, 19 Travel expenses, 16 Reassignments, 11 Tutoring, 12 Resignations, 42 Unemployment insurance, 17 contract employees, 42 Vacancy announcements, 7 noncontract employees, 42 Visitors, 39 Retaliation, 30 Wages, 14 Retirement Weapons, 38 benefits, 17 Work schedule, 11 employment after, 7 Workers’ compensation benefits, 17, 23 Safety, 38 Workload, 11

Yantis ISD Employee Handbook 53 Revised June 2011

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